Human Resources Manager
Röchling Industrial · Akron, OH · 2 wk ago
Human ResourcesFull-time
Key Responsibilities
- Strategic Business Partnership
- Talent & Organizational Effectiveness
- Culture, Engagement & Leadership
- Employee Relations & Compliance
- HR Operations & Process Excellence
- Compensation & Workforce Cost Management
- Change Management & Projects
Qualifications
- Bachelor's Degree in Human Resources, Business Administration, Business Economics, or a related field preferred.
- Minimum of 5 years of experience as an HR Business Partner (HRBP) or in a progressive Human Resources leadership role.
- Minimum of 3 years of experience in Labor Law and HR Compliance.
- Minimum of 3 years of Leadership and People Management experience.
- Minimum of 3 years of experience within a Manufacturing environment.
- Minimum of 3 years of high-volume Employee Relations experience.
- Demonstrated experience influencing and partnering with operational and plant leadership teams.
- Experience working in turnaround, transformation, high-growth, or rapidly changing business environments.
- Advanced proficiency in SAP.
- Advanced proficiency in Microsoft 365.
- Strong analytical and reporting capabilities.
- Experience utilizing HR metrics to drive decision-making and business results.
- Ability and willingness to travel to our Southfield, MI facility three days per month to provide HR support and collaborate with leadership.
Leadership Expectations
- A business-first mindset and the ability to connect HR initiatives to organizational results.
- Strong ownership, accountability, and execution discipline.
- Data-driven decision-making and analytical thinking.
- A hands-on leadership style with a strong presence on the shop floor.
- The ability to influence, coach, and challenge leaders when necessary.
- A proactive approach to identifying issues, addressing root causes, and implementing sustainable solutions.
- A continuous improvement mindset and ability to lead organizational change.
Key Performance Indicators (KPIs)
- Turnover reduction and workforce stability.
- Recruiting effectiveness and time-to-fill performance.
- Employee engagement and action plan completion.
- Attendance and absenteeism trends.
- Leadership development and succession readiness.
- HR process accuracy and operational excellence.
- Compliance performance and audit outcomes.
- Employee satisfaction and organizational culture improvements.